Hacking gender bias in the Kiwi cybersecurity sector
As a woman who successfully pivoted career paths (and countries) to join the world of cybersecurity, I know a thing or two about this industry.
Let’s face it, cybersecurity has a long way to go when it comes to gender diversity.
It's estimated that the proportion of women in cybersecurity could be as low as 20%. That’s roughly four men for every woman. These numbers are even more startling when you consider the massive skills shortage in cyber security talent across world.
This lack of diversity is a huge problem and undermines the industry itself. Cyber criminals are constantly evolving their methods. The more diverse the pool of cyber security talent, the more innovative and effective the cyber security solutions on offer.
It’s also bad for business. The more diverse and inclusive an organisation's internal cyber team, the better the decision-making capabilities, productivity and opportunity for multifaceted thinking.
The issue boils down to this: Cybersecurity has a perception problem.
Simply Google ‘cybersecurity’ and you’ll see images of men at computers typing lines of code, sitting in dark rooms with a bluey grey hue. Putting aside the blatant lack of females for a moment, gender-coded colors add to the masculinity myth while code is more typically associated with math and engineering – entirely different industries where women are also underrepresented.
Of course, this is so much bigger than a stock image issue, but it all piles up to form the mountain each woman in cyber security has to climb.
Gender bias inevitably results in a lack of awareness of cybersecurity as a viable career choice for women, nor encouragement to consider it as a career alternative.
Looking back, I understand why I chose to pursue a career in accounting first. Accounting was a common career choice for women in China (my birth country) and it was that representation that positioned the industry as a secure, reliable and appropriate one for me.
Thankfully, I’m passionate about fostering inclusivity and while preconceived notions about who gets to work in cyber may have deterred me initially, I welcomed the challenge of joining the industry, especially as a non-native English speaker with a limited technical background.
I’m coming up three years in the industry now and currently work as a Security Analyst at Kordia. My success in the field is proof that anyone with the right skills who is passionate about what they do can excel, regardless of their identity or background.
But I can’t hand on heart say that I got here alone. Community has been a big part of my journey, and I spend a lot of time volunteering with industry organisations like the New Zealand Network for Women in Security and ISACA Auckland. These two organisations exist to support women in the industry, and to assist professionals like me to grow their skills and knowledge.
Because while encouraging women into the industry is a significant hurdle, retaining those women is another.
Inclusive company culture and policies, adequate professional development opportunities, diverse leadership, recognising success and ensuring opportunities for growth are essential ingredients to fostering an inclusive industry where women can thrive.
In my experience, fostering a culture of mentorship is key to providing women with the guidance and support they need to counter systemic biases and discrimination in the industry. It’s what helped me get on the ladder and climb this far, and it’s why I give my advice and support to others who are on the same journey as me, shifting perceptions along the way.
